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Human Resources Executive

Company Size & Timeframe

  • $200 million subsidiary of $18B company
  • 6 days/week for 7 weeks

  • Results

    • Higher retention and offer acceptance due to comprehensive information and transparency
    • 400% productivity increase within acquisition team to address worldwide employee questions
    • Resolved issues more quickly and with better local knowledge of culture and working environment
    • Increased morale with excitement and more positive view of acquisition

  • Company Profile & Position

    • Interim HR Executive

  • Situation

    • Was acquiring a division that was 3.5x its current size in over 30 countries
    • Had gaps in expertise and bandwidth to properly execute within a tight timeframe
    • Needed additional resources for senior-level HR experience with acquisitions, integration and global environments

  • Implementation

    • Coordinated and implemented all aspects of retention and incentive program relating to acquisition for executives and key staff
    • Created and coordinated Q&A process and forum worldwide
    • Addressed situations from Q&A forum that had not come up during due diligence or the acquisition planning process
    • Provided insights and responses on individual cultures to properly address the actual vs. perceived situations
    • Worked with country HR leads, created global HR training and policy manual for all HR-related changes due to acquisition

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Cerius Insights

An interim executive inherently brings with him or her the role of the “outsider” with no personal or professional agenda, combined with experience of the M&A process. Often this combination can bring a degree of comfort to employees as they weather this season of change, and minimize disruptions in employee productivity at a time when you need to maximize your company’s value.

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